The question in the title was originally requested by a Quora subscriber. The response below has been updated and edited to reflect additional information. 

What are some of the challenges an assistant manager may face in the workplace? 
My response: 
Some of the greatest challenges an assistant manager regularly face includes:

1. Leading teams that were once peers and managing those relationships.
2. Managing multiple priorities that include administrative responsibilities and team engagement.
3. Understanding the financial impacts of decisions made and budget management.
4. Managing the up-level relationship with your reporting Manager.
5. Losing potential income as a salaried versus an hourly employee (If promoted). 
6. Being confident in a leadership role.
7. Potential loss of pay if previously an hourly employee (potential lower hourly rate calculation due to increased hours). 

While each of these challenges can be overwhelming, there are ways to make the experience easier. The following list provides ways in which these challenges can be addressed and help a new leader keep their sanity:

1. Former peer relationships: Recognizing that the relationships with your peers will have to change, have a conversation that details your expectations but welcomes collaborative feedback and problem resolution. Above all, ALWAYS do what you say you will do and within a reasonable timeline. Follow-up if you can’t and check-in regularly. Avoid the tendency to unrealistically over-commit. Understand your role first. Most of your peers will support you if you support them by removing obstacles from their way, acknowledging their contribution and being fair. It may take an adjustment on both sides at first, but the change can be very positive. 
2. Managing multiple priorities including team engagement:   As a new leader, it may be surprising the many priorities that a new manager may face. The primary goal is to make sure that your team is aligned with the overall department goal. As a leader, you may be called to manage an immediate operational issue, deal with an HR related issue for one of your employees and prepare a report for your manager. It will be important for you to be organized. Write things down or record them. Learn how to prioritize and delegate to protect your time. I will share more on this in another blog post. The importance of engaging in your teams, getting to know them and providing a safe work environment will go far in building trust. Also recognize their strengths and weaknesses and leverage those skills to improve team performance while also helping them to develop. ALWAYS be respectful of their time and appreciative of their efforts. Hold them respectfully accountable when applicable. ALWAYS partner with your manager and/or your HR partner during those times of conflict management.
3. Understand the financial impacts of decision made: This can sometimes be the scary part. Unfortunately, there are leaders who for various reasons opt not to share department budgets with their front-line supervision staff. I will discuss this issue in a separate blog post, or in a future e-book. The key is to understand that for every leadership or operational decision made, there is a cost attached to it. For example, you may decide to shut down early due to a "technical glitch." However, there is a special project that doesn't require the "system" that would've otherwise required overtime. Starting the special project could fill in the lost time that the "system" is down and save several hours of overtime.    The best course is to always partner with your manager as an assistant supervisor where appropriate. They may have more information that can help you make an informed decision. 
4. Managing your manager relationship: Partner with your Manager to understand your role, expectations, financials, and priorities. Also, take advantage of sharing what you need to succeed as well. Find out how they define success in the role so that you are aligned. 
5. Losing potential income: Have a frank conversation with your manager about your salary. Do your research ahead of time and check the salary for your industry and area. This will also address the potential loss of pay if you were hourly. Is your pay reflective of your time in position and the industry? Armed with your information, find out if you can get a salary increase and/or what is needed to achieve the highest increase. Take note and record all of your accomplishments throughout the year for your performance appraisal (we offer a tool in our store!) so that you can leverage it to get a salary increase at review time.
6. Being confident: Understand that confidence comes with time and experience. Be self-aware of your abilities and always seek to develop yourself through continuous learning, expanding your internal networks and leading projects. 

There are likely many more challenges, but these are usually the top. 
My additional commentary:
Becoming a manager can be an exciting but scary time. It is easy to be overwhelmed. However, it is exciting when you are able to lead a team, help them grow and support the business. Don't be afraid to ask for help, seek a mentor, take classes; things that can help you be confident. You don't have to have all of the answers. Surround yourself with knowledgeable support that can help you and your team succeed.  
​ 

I try to find different ways to give back. One way is to answer direct questions from people on quora.com. I actually see this question often across different social media platforms.  

 Below is my response with additional comments.  

This is such a good question! Every year, I think there will be this great shift in resume writing that changes the industry. I do think that AI will be used even more in 2019. Many “professional writers” will/are writing articles indicating a particular “format” that includes fantastic graphics, tips, and tricks; however, many companies have not invested in more robust Applicant Tracking Systems so many of those graphic resumes will not make it past the initial scan.

I think the content will still be king. A resume with strong content, the right keywords, and accomplishment statements will get the candidate the interview.
I do think that companies will look for more creativity through video, social media, web pages, mobile apps, etc. but most will still require the traditional resume at the end of the day to meet federal guidelines for fairness in hiring.
​
I also think candidates (particularly executives) will be challenged to be more engaged both online and offline in their industries to get the position.
 
Additional Note:  
Graphics and other creative resources can be strategically added to resumes to increase differentiation.  The key is that the information should "say something useful" that is relevant to the position?  The strategic placement also includes creating those add-ons that can actually be tracked in Applicant Tracking Systems (ATS) and/or have the information detailed in another "textual' location in the resume. For more information on this, feel free to contact me here on our contact page. 

The following is a response to a question I received on Quora regarding a failure resume. 
What is a failure resume and is it a good idea to have one? 
A failure resume is one that lists all of a person’s failures with high emphasis on “lessons learned” from failures. It is supposed to highlight the candidate’s ability to overcome obstacles while being “interesting.” I don’t recommend anyone to submit one to a company unless it matches the company culture from a creative standpoint. The risk is too high.
The key to a great resume is to emphasize “What’s in it for the company.” While there’s something to be said about a failure resume; transparency, honesty, and humility, how would the company benefit and accomplish their goals? The candidate may have learned their lesson, but what action caused them to actually accomplish a goal? What is the action besides learning a lesson? A company wants to know what a candidate can do and has done, not what the candidate has proven they can’t and didn’t accomplish.
I think it can be a good idea to have a private failure resume with lessons learned to help the candidate realize the good that can come from the experience and help him/her be able to talk to those failures during an interview, but I definitely don’t recommend submitting one to get hired. 
To view more of my responses on Quora or if you have a question, feel free to comment on this page, or visit my page on Quora.  ​

Every day, I get to speak with people who want to improve their lives by finding their next career opportunity. Often these conversations gravitate into them sharing their dreams and their fears of those obstacles that keep them from accomplishing their goals. I am always humbled that they would share intimate details usually shared only with close confidants. I am also amazed that many of them don't recognize their own genius or don’t move forward with their goals due to multiple reasons; usually, all based on fear.   
 
If this is your story or something similar, then this post is for you. 

What do you believe or what do you tell yourself that is keeping you from your purpose or those things that you were created to do? 
  
What did you fail to accomplish in 2018 or previous years that while it is your “dream” or “calling” you never got around to doing it because you were afraid?  What voices are telling you that you can’t do it; it’s impossible or that you will fail? 
 
I’ve heard many of these same challenges in my own journey and for a moment my fear caused me to pause.  Note that I said pause.  It didn’t nor doesn’t stop me.  You see, I decided a long time ago that I wasn’t going to live my life in regrets.  I came to that decision in my teens after coming across an article that highlighted the biggest regrets of most people at the end of their lives. It wasn’t making a lot of money or acquiring a lot of material things, but it was not spending enough time with family and not pursuing their dream. 
  
So I decided to embrace the fear, make a plan and pursue what I believed to be my purpose. Quitting is not an option, no matter the difficulty.
 
In my life and on this journey, I’ve taken a lot of risks. Some turned out differently than what I expected and some would even be deemed “failures” by others. However, I disagree. Besides, “others” don’t get a vote.  My perceived “failures” exposed weaknesses that I could only strengthen through the fire of testing.  Through those “trials” or “challenges” I also realized strength to endure that I didn’t know I had. As a result, I was able to sharpen my mettle and accomplish more than I ever thought I could.  I don’t take credit for it.  I contribute everything I have accomplished to the faithfulness of The Most High. Even during the toughest times, when obstacles seemed insurmountable, He was there.  Somehow, even in those uncertain times, I was able to keep going. Out of those disappointments and the uncertainties I discovered a strength that I otherwise wouldn’t have realized. I learned that the teachings from the bible is wisdom and life. It is the bedrock for my ability to move forward, and I’m so thankful. Of course, I've learned lessons and tips along the way.  
 
Allow me to share the tips I’ve learned to make your journey easier.
 
To get those tips and more insight, go to the NetKiEnt Inspiration Blog and YouTube Video, "Who is Waiting On You to Fulfill Your Purpose?" 

One of the ways I like to give back is by answering career questions on Quora.  One recent question is one that I have been asked numerous times and want to share my answer here on the blog.  
​

A savvy candidate would definitely prepare for the interview. However, It can go very wrong if the candidate over-rehearses. For this reason, I recommend to my clients to use bullet-points and not remember a script.

A candidate who is over-reliant on a script can jeopardize the interview by doing the following:

• Focusing more on the script than on the non-verbal cues of the interviewer and engaging the interviewer.
• Failing to completely answer the question or miss the intent of the question because it wasn’t in the “script.”
• Losing composure if the candidate forgets one small word or minor aspect of the script and then obsessing on the miss thinking they’ve failed the question when the interviewer had no idea of what they “intended” to say in the first place. In effect, causing internal drama where none actually exists.

 
Many candidates are not aware that they actually control the “feel” of the interview in how they carry themselves, non-verbal and verbal cues and engaging the interviewer through “connection.” I recommend that candidates prepare but remain aware. Lead the interview into more of a discussion, than an “interview.” 
 
Let's Talk! To receive a free consult or schedule interview prep services that includes a mock interview, click here. 
To view our YouTube Career Channel click here. 
To review more career advice through the NetKiEnt Career Blog click here.  
To review more of my career answers on Quora click here.